Human Resource Management is currently one of the fastest-growing management fields. Organizations are increasingly recognizing the strategic role of human capital for achieving significant business results, sustainable growth and innovation. The aim of this program is to grow up future HR managers with a sharp insight on people issues who will act as agents of transformation and as strategic investors in their organizations’ human capital. HR professionals can make a critical contribution to the process of business value creation. This program is designed for individuals students who want to evolve in HR management within a multicultural and international environments.

This program delivers a title of Human Ressources Manager, certified level I by the CNCP.

STRATEGIES IN HUMAN RESOURCES

Relationship between the HR policy pursued and the company’s strategy and its short-term, medium-term and long-term impacts. Contribution of the HR during the merger and/or acquisition phases – Due Diligence and Memorandum of Understanding; to prepare the merger upstream of the operation (identify in advance the difficulties of any kind); build an integration plan including an integration plan for the HR function.

Principles and practices of business ethics and CSR (Corporate Social Responsibility). Its purpose is to enable to reason about the role of ethics in business administration in a complex, dynamic, global environment

The ability to communicate cross culturally and understand diverse perspectives is a necessity in order to achieve a competitive advantage in global economy. The aims of this part are to understand the impact of culture on management ; to identify the areas in which cultural differences pose challenges as well as opportunities in managing people across cultures; and, to become more self-aware of our cultural conditioning, individual biases and assumptions.

HR analytics is the use of people-data in analytical processes to solve business problems. HR analytics uses both people-data, collected by HR systems (e.g. payroll, absence management) and business information (e.g. operations performance data). At its core, HR analytics enables HR practitioners and employers to gain insights into their workforce, HR policies and practices, with a focus on the human capital element of the workforce, and can ultimately inform more evidence-based decision making.

This course allows students to acquire and develop the necessary strategic and operational competencies to manage a company’s talent on an international scale. It aids students in defining the policy and the resources required to deploy a full arsenal of talent management processes, from acquisition and identification to development and retention (training, mobility, etc).

Perform, in quality of HR, the role of a highly effective organizational change, transition or transformation manager. Draw from a range of professional approaches to enable an organization to implement change smoothly. Motivate and ease people into adjusting to organizational change. Keep stakeholders engaged while an organization undergoes change or transformation.Minimize the risks involved with unsuccessful organizational change initiatives. Identify the roles needed to assemble teams most likely to deliver successful change.

To explain the components of wages, the objectives of compensation, principles of compensation formulation taking into account the determinants of wage rates, the theories and principle of compensation determination, illustrating different types of wages such as minimum rate of wages, need-based minimum wage, living wage and fair wage, the behavioral and ethical issues faced in an organisation, the procedure and practices involved in wage determination, the compensation decisions involved in management such as job analysis, description, identifying job factors, job evaluation and pay determination and the procedure of compensation benchmarking compensation, involving planning, analysis, integration and action phase.

Introducing to the main points in the recruitment process as it relates to HRM, the laws related to the employment cycle and the different recruitment strategies such as recruiting from a variety of sources to ensure diversity, employer branding.

The development of a job analysis, job description, and job specifications are also discussed as well as the factors involved in advertising a job to help maintain a multicultural work environment. The steps involved in the selection process such as criteria development, application and resume review as well as the major categories of emplyment tests.

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